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Neurodiversity reporting, so you can show it's working.
The neuroinclusion question always arrives, from the board most often, and most organisations can only answer it with an estimate. This is where the answer becomes evidence. The Neuroinclusion Score reads all six areas of your organisation continuously and shows the movement. Insights report the metrics behind it, with the next actions attached. And the board report assembles itself from live data. All of it is built from how your people actually experience the organisation, gathered anonymously and read only in aggregate, so the impact you have made is something you can show, not something you estimate.
The Bridge · Insights
Insights: where the friction actually is
Anonymised & aggregated · groups under 5 suppressed to protect individual privacy
Learning
289 learners · 1,247 completions
Audit
Comfort 64% → 73%
Adjustments · most common areas
Download packs
Representative view, figures illustrative. Insights report the metrics in aggregate. No individual ever appears here.
The starting point
The instruments were built for a different question.
Your organisation already measures itself carefully. The engagement survey runs, the grievance log is kept, exit interviews happen and get read. Every one of those instruments was built well, by people doing their jobs well, to answer the question it was designed for. None of them was designed to capture cognitive difference: employees do not disclose, the instruments do not ask, and so the first signal tends to arrive late, as a grievance, an absence cluster, or a letter from a lawyer. And when the board asks how the organisation is doing on neuroinclusion, the honest answer is an estimate. Nobody failed. A question this new is answered with instrumentation built for it.
The instruments already in place
Each did the job it was built for. None was built to read how people think and work, which is the layer NeuroBridge adds.
The solution
What changes in what you can answer
The estimate gets replaced by evidence, in a specific order: a live read that shows the movement, Insights that report the metrics, and reporting that assembles itself.
A read that shows the movement.
The Neuroinclusion Score is a continuous, live read across six areas of your own organisation, aggregate throughout. It is built from the individual's perspective: how your people actually experience the organisation, gathered anonymously through structured, scheduled audits, never from an administrator's self-report. Change shows up as movement in a line, while it is still movement, and where you stand stops being a matter of opinion.
Insights that report the metrics.
Insights turn the signal into metrics you can read and act on: the areas that moved, the areas that need focus, and strategic actions attached where the evidence points. The reading never stops at a number; it arrives with the next move already framed, so the same view that shows you the picture also shows you what to do about it. And the answer is as current on a Tuesday in March as it is the week before the board meeting.
Reporting that assembles itself.
The board report builds from live data: the number, the trajectory, the areas that moved and the actions taken, with the evidence trail underneath every figure, cut by region and by office wherever a group is large enough to stay anonymous. The reporting your organisation shows externally gains the layer it could not see before, and the question that used to end in an estimate gets answered the way financial questions do, from the instruments.
The Bridge · Reporting
The organisation, by region and by office
Top friction area · Sensory regulation, by office
Privacy Note: All data is anonymised and aggregated with automatic suppression for groups smaller than 5 to protect individual privacy.
Representative view, figures illustrative. By region and by office, aggregate only, with automatic suppression for groups smaller than 5. No individual ever appears here.
The movement itself is made across the whole system, area by area; this is where it becomes provable.
Who sees what
Everything here measures the organisation. Nothing here measures a person.
A measurement page has to answer this before anything else: what does the instrumentation watch? It watches practice, reach and trend, in aggregate. It never watches a person.
The individual
Their own private space
- Their dashboard, their learning, their support, private to them, and their contribution to any aggregate, anonymous by design.
Nothing a person does here is visible as theirs, to anyone, ever.
Managers
Their own practice, nothing else
- Their own practice and learning. No team view exists, and the platform never maps who reports to whom.
Never anyone's data through the measurement layer, and never a score attached to a person.
HR and leadership
The organisation in aggregate
- The Score and its areas, the trend over time, by region and by office, scheduled audits, the board report, and the actions the evidence recommends.
Aggregate only. No individual's data, and nothing that follows a person.
There are no individual scores anywhere in this system, no way to trace a contribution to a person, and nothing that measures, prompts or ranks anyone. All data is anonymised and aggregated, with automatic suppression for groups smaller than 5 to protect individual privacy, so even a by-office read can never narrow to a person. The instruments read the organisation: its practice, its reach, its trend. An instrument that could be turned on people would stop being told the truth, and this one is built so it never can be.
What you can now do
The answer becomes something you can show, and be proud of.
The same instrumentation that changes what you can see changes what you can say: a number, a trajectory, and the evidence behind both.
An audit built from your people's perspective
The scheduled audit reads the organisation the only way that tells the truth: through the experience of the people in it. Structured, anonymous, aggregated, and repeated on a schedule, so the read is honest and the comparison over time is real.
Whether it is moving
The Neuroinclusion Score gives the live read: a board-readable number and its trajectory, with neurodiversity reporting that assembles itself from live data. This is whether it is moving, and it never goes stale. What that movement is worth is a number you can size too.
Structures that carry the formalities
Policy templates and the formal processes around adjustments and mediation give the accountability a standard shape, so a manager works from structure rather than instinct, and a safe baseline of shared understanding means uncertainty falls.
A record you can stand behind
A dated record of what was measured, what was decided and what moved, with findings paired to the decisions logged against them, and re-measurement showing the movement. Measurable, defendable, easier.
The Bridge · Board export
Neuroinclusion Score, board report
Six areas · aggregate
Methodology: a continuous aggregate signal across six areas, the trend since the last read, and the actions logged against it. Figures illustrative.
Representative view, figures illustrative. Aggregate only. No individual ever appears here.
Employment tribunal cases involving neurodivergent conditions rose 95% between 2020 and 2025, and 19% year on year.
Irwin Mitchell, 2026The question is being asked more often, and more formally, across the whole economy. Nothing here promises those numbers change. The promise is calmer: when the question reaches your organisation, the answer already exists, with the evidence underneath it.
Proof and appetite
Proof, held to the same standard as the product.
Boards ask it, employees ask it, and the field has committed to neuroinclusion in public. A public commitment creates an expectation of proof. Here is what the organisations already measuring with us have seen, in their own words.
At Sage, our purpose is to knock down barriers so everyone can thrive. We celebrate our neurodiversity and this year we partnered with NeuroBridge to develop our teams and help us build a neuroinclusive culture. Within weeks of working with NeuroBridge we could see our leaders and managers growing in confidence and changing the way they support and accommodate neurodiversity in their teams.
Sharon Oley
Customer Services Director, Sage
We actively support and celebrate neurodiversity at LUC. Last year, we set out to build our own internal support resources, but when we discovered the NeuroBridge platform we saw a clear opportunity to accelerate our progress. Through our partnership, we're now able to provide more comprehensive, always-accessible support, helping colleagues feel supported in everyday working life.
Helen Ash
Executive Director for People and Culture, LUC
Questions
Frequently asked questions
Is this an audit in the formal sense?+
It is a structured, scheduled assessment built from the individual's perspective: how people actually experience the organisation, gathered anonymously and read only in aggregate. It is not an administrator's self-report, and it is not a certification. Around it runs the rest of the instrumentation: the continuous Score across six areas, the trend over time, and reporting built from live data.
Where do the numbers come from?+
From your people. The Score reads all six areas continuously from how individuals actually experience the organisation, anonymously and in aggregate. Scheduled audits keep the read honest, and Insights report the metrics with the next actions attached. Nothing is self-certified from an admin panel, and no figure can be traced to a person.
Can anyone see an individual's data in any of this?+
No. Every figure is aggregate, contributions are anonymous by design, and there are no individual scores anywhere in the system. The instruments measure the organisation's practice and reach; they never measure a person.
What does the board actually see?+
The Score with its trajectory, the six areas and their movement, and the actions taken and recommended, all aggregate, all with the evidence trail attached. The report assembles from live data, so it is as current on the day it is read as the instruments themselves.
Does this replace our engagement survey or our DEI reporting?+
No. The survey keeps its job and your DEI reporting keeps every inch of its ground. This adds the layer both were built without: a continuous, evidenced read of how the organisation supports different ways of thinking and working, reported alongside what you already publish.
Start the conversation
Show them it's working.
A short discovery call against your priorities, and a clear read on what your organisation could be reporting.